• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.

• Journal of Family Resource Management and Policy Review
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• v.27 no.4
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• pp.35-47
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• 2023

This study examined the effects of the revised and newly established family care leave and vacation systems in 2019 on the work-family balance of female managers. A total of 1,040 female managers with experience in using the systems were selected as the analysis subjects from the 2020 Women Managers Panel data. Propensity score matching and multiple regression analysis were conducted. The propensity score matching results showed that the family care time of the users of the family care leave was significantly lower than that of non-users, and both the work-family conflict and home-work conflict levels were significantly higher for the users than the non-users. For the family care vacation, the family care time of its users was significantly higher in national and local government organizations than that if its non-users. The results of multiple regression analysis indicated that the use of the family care leave had a significant positive impact on home-work conflict. These findings suggest that the current family care leave and vacation system have insufficient positive effects on work-family relationships.

• Journal of Digital Convergence
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• v.15 no.10
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• pp.211-219
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• 2017

Currently, enterprises are in a rapid flow of comvergence of industries in the ear of the 4th Industrial Revolution. Under this circumstances, change of economic condition, change of industrial structure, increase of women's advance into society. Based on such background of the times, the aim of this study is to examine the effect of work-home conflict on burnout and the moderating effect of self-efficacy in that relation. The research samples were obtained from nurses at hospitals in Daejeon-si, Sejong-si, Chungcheongnam-do and Chungcheongbuk-do. Total 360 copies of valid questionnaire was used for analysis. Specific analysis results from the research are as follows. Firstly, it was found that Work Interference with Family(WIF) had positive (+) impact on physical burnout. Family Interference with Work (FIW) had no impact on physical burnout. Secondly, it was found that Work Interference with Family(WIF) had positive (+) impact on emotional burnout and Family Interference with Work (FIW) had negative (-) impact on emotional burnout. Thirdly, self-efficacy had a buffer effect on the negative impact of Work Interference with Family upon emotional burnout. However, there was no moderating effect of self-efficacy in the relationship between Family Interference with Work (FIW) and emotional burnout. Therefore, it needs to consider a plan to reduce conflicts between work and family according to the causes of conflicts and it also needs to consider relevant results.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.855-867
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• 2021

This purpose of this study was to examine the differences and correlations of marriage and childbirth intentions, work-family conflict, and continuing dance intentions for female dance students and graduated female dancers. The two groups showed significant differences in self-directed view of marriage, work-family conflict, and childbirth intentions. In the whole, there was a correlation among, several factors, and only family health had a significant effect on intention to continue dance.

• Journal of the Korea Society of Computer and Information
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• v.25 no.6
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• pp.171-181
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• 2020

This is an empirical study that analyzes factors affecting the work-family compatibility of female wage workers with underage children. The analysis was conducted with 1,113 women from the 7th wave of the Korean Longitudinal Survey of Women & Families by Korean Women's Development Institute. As for research methods, multiple regression analysis was used in order to analyze the effects of 'social support(home support, maternity protection support, childcare and education services)', 'job characteristics', 'socio-demographic variables' and 'husband characteristics' on 'work-family compatibility and conflict'. As a result, it was analyzed that the husband's support for work life, gender inequality at work and women's educational training were the factors that strengthen work-family compatibility. It was also analyzed that gender inequality, use of childcare and education facility, number of underage children, age of husband, husband's satisfaction with caring support and husband's support for work life were the factors that cause conflict between work and family. Thus, if the policy of strengthening the work-family compatibility is a long-term policy, it appears that it is necessary to supplement and strengthen policies that can reduce conflict factors in the short term. It is hoped that the results of the study will be used as objective and academic data to strengthen the maternity protection and work-family compatibility of female workers with underage children.

• Journal of Digital Convergence
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• v.15 no.7
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• pp.425-434
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• 2017

The purpose of this study was to explore the relationship of gender discrimination consciousness, work-family conflict and facilitation, and turnover intention of married female hospital nurses. The participants included 101 married female nurses at hospitals in S city. Gender discrimination consciousness was higher, benevolent sexism was higher than hostile sexism. The nurses under 40, had one child and worked within 5 years had higher work-family conflict. Turnover intension was significantly higher when the nurses were under 40 (t=3.66, p<.001), had no children (F=5.76, p=.004), and were staff and charge nurses (F=5.86, p=.004). Hostile sexism had correlated to family-to work conflict and facilitation. Turnover intention had a positive correlation to work-to family conflict and family-to work conflict. Through this study, we were understand the relationship of gender discrimination consciousness, work-family conflict and facilitation, turnover intension of married female hospital nurses, and for work-family balance, it was found that more study is needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.187-196
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• 2017

This study examined the effects of ego-resilience and emotional labor on work-family conflicts among middle-aged female workers. Data were collected through self-reported structured questionnaires of 148 middle-aged female workers from October 2, 2013 to April 10, 2014. The results suggest that the mean score of work-family conflict was 25.59 (SD=11.99) and there were significant differences in living arrangements (F=4.32, p=.015), monthly living expenses (r=.18, p=.028), and job satisfaction (F=6.33, p<.001) by work-family conflict. Work-family conflict was negatively related to ego-resilience (r=-.28 p=.001). Living arrangement (living with parents, children) (${\beta}=.29$, p=.045), monthly living expenses (${\beta}=.22$, p=.006), job satisfaction (${\beta}=-.20$, p=.015), and ego-resilience (${\beta}=-.28$, p<.001) were identified as significant predictors of work-family conflict. This model explained about 19.0% of work-family conflict in middle-aged female workers (F=6.61 p<.001). Therefore, as a strategy to reduce the level of work-family conflict in middle-aged female workers, it is necessary to consider socioeconomic factors such as living arrangements and living expenses that affect work-family conflicts. Moreover, applying psychological intervention to improve job satisfaction and ego-resilience of middle-aged women in the working environment will help reduce work-family conflicts.

• Proceedings of the KHMA Conference
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• 2012.11a
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• pp.367-367
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• 2012

• Proceedings of the KHMA Conference
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• 2005.05a
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• pp.161-161
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• 2005

• Korean Journal of Culture and Social Issue
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• v.22 no.1
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• pp.87-118
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• 2016

The purpose of this present study was to investigate the influence of abusive supervision on strain-based work interference with family and interpersonal deviance. In addition, this study examined the mediating effect of subordinates' emotional labor toward supervisors and the moderating effect of hierarchical organizational climates on emotional labor, perceived organizational family support on strain-based work-family conflict, and social network on interpersonal deviance. The results are summarized as follows: (1) abusive supervision was positively related to subordinates' emotional labor toward supervisors. (2) Emotional labor was positively related to strain-based work-family conflict and interpersonal deviance. (3) Subordinates' emotional labor mediated the relationship between abusive supervision and the two outcome variables. (4) Hierarchical organizational climates moderated the relationship between abusive supervision and emotional labor. (5) Perceived organizational family did not have moderating effect between emotional labor and strain-based work-family conflict. (6) Social network had moderating effect but it did not influence interpersonal deviance as predicted by the hypothesis. Based on the results, implications of findings, limitations, and suggestions for future research were discussed.